Time for the harsh truth: In the corporate world, just talent isn't enough to move up the ladder. What you need is the ability to influence the people who matter- your boss, and your clients. It is these decision-makers that determine whether or not your ideas see the light of day, and their perception of you can influence your career immensely.
Last year, in the United States alone, companies spent $150 billion on trainings. For almost every organization, the basic need for training is effectively the same- get my employees to understand my business well enough. Why is this important? Because aligning a hundred people to do the same task is no mean feat.
We’ve heard this phrase quite often - ‘there is no need to reinvent the wheel.’ While it is many times heard when a good wheel reinvent would be useful, let's flip it around. Let's think of it as not always having to make the same mistake again. Surely blessed souls have tread this way before! We can also learn from their experience, and avoid making those mistakes entirely.
Managers! This feature is exclusively for you. You had a grand plan, and you were so sure it would work. In an ideal virtual world, it still could.
But in the real one, your team Just. Doesn’t. Get. It.
It's every manager's nightmare, whether you are in a large corporation or running your own business. Despite wanting to gather the troops in a room and give them a piece of your mind, you soldier on... but, for how long?
Virtual reality of a different kind - working remotely has changed the way many of live. For one, it doesn’t involve putting on workwear in the morning! Even if you’re the sort that goes to a workplace AND works remotely from there, you still have significant autonomy over your time. What about those inside the four office walls that you collaborate with?
Missed deadlines, an evident lack of communication, people who don’t know each other well enough- as (a modification of) the Leo Tolstoy quote goes, ‘all happy virtual teams are alike; each unhappy virtual team is unhappy in its own way.’
This month, we’ll be discussing why this is often the case, and offering solutions that work.
We are willing to bet that a majority of your work meetings leave you feeling like you just lost a few hours of your life. Not every company can do walking-meetings a-la-Netflix, but there are quite a "un-comonsense" things you can do to make meetings short, to-the-point and most importantly, effective. Here are some things to try:
The last thing anyone wants to add to a full calendar is a meeting. Absolutely no one on the planet wants to spend part of the regular workday to accommodate a discussion that can very well go nowhere.
Did you know most professionals attend a total of 61 meetings a month?! All of them definitely don't go to plan. So, here are a few ideas on how to take charge and bring the focus back.
Yes, you’ve read the title right. Remove the notion that a meeting must be in-person or face-to-face or even sharing ideas at the same time. That's right. Think about it differently.
Here at RainKraft, we actually love our meetings. As a small yet distributed and growing team, it is safe to say that we’ve figured out how not to waste time with the single greatest time-consuming endeavour invented by mankind.
Why do so many institutions and organizations love the bell curve so much? Because, as human beings, we like to compare. It is also perhaps an easy out that seemingly benefits the entire system. Why not just create 'healthy' competition? Why not just decide 'who is better' rather than deep dive into 'are they at their best'? There must be a better way to run performance reviews...
Isn’t it simpler to be the ice-cream seller rewarding every child than the school teacher telling them right from wrong? It is an equally tough job to be a manager when it comes to judging the performance of an individual and bringing the best out of them.
In this article, we discuss the three A’s of difficult conversations, and how you can implement them in the context of performance appraisals.
It is that time of the year when, for once, you are worried more about your performance appraisal than your kid’s exams. Parent-teacher meets are more appealing than the prospect of an appraisal discussion with your boss.
But, have you ever considered why, even after all these years, appraisals remain an unpleasant experience for everyone involved? Could it be that a bit of preparation from your end could lead to a productive discussion?
Why do some people have a specific skill set? Who do some people take to mathematics like fish to water while others struggle and suffer? Research shows that to build and master any skill, it is essential to hone that skill over time. Decision-making is no exception. The more choices you tackle, the better you get at it.